Supervising trainees

Copyright © 2025 LexisNexis

This subtopic contains guidance and Precedents on supervising, monitoring and assessing trainee solicitors. It reflects the requirements of:

  1. •

    the SRA Codes of Conduct, which contain the SRA’s core requirements in relation to supervision generally

  2. •

    the SRA Training Regulations 2014, Qualification and Provider Regulations, which apply to training contracts commenced before 24 November 2019

  3. •

    the SRA Education, Training and Assessment Provider Regulations, which apply to training contracts commencing on or after 25 November 2019

  4. •

    guidance on supervising trainees published on the SRA website

It will also be relevant to the supervision, monitoring and assessment of Solicitors Qualifying Examination (SQE) candidates who are working for you for the purpose of gaining qualifying work experience (QWE). See Practice Notes: Qualifying work experience (QWE) and Supervision of trainees—Supervision of SQE candidates.

Induction and other support

It is good practice to provide an induction for all trainees, including SQE candidates working towards their qualifying work experience in your firm. The induction should be extended

To view the latest version of this document and thousands of others like it, sign-in with LexisNexis or register for a free trial.

Existing user? Sign-in TAKE A FREE TRIAL
Powered by Lexis+®
Latest Practice Management News

ASA rulings—24 September 2025

The Advertising Standards Authority (ASA) received complaints related to three ads promoting group action litigation. It handed out three rulings upholding the complaints on 24 September 2025.

Study published on flexible working reform and gendered outcomes

The Journal of Epidemiology & Community Health has published a study led by researchers at University College London (UCL) examining the effects of the extension of the ‘right to request’ flexible working on uptake of flexible working and well-being. Drawing on data from over 15,000 employees in the UK Household Longitudinal Study (2010–2020), the study found that the extension has led to increased uptake of reduced hours arrangements among women, with the effect strengthening over time. This was linked to improvements in psychological well-being and life satisfaction for women. No comparable changes were observed for men and use of flexitime and teleworking remained largely unchanged across both groups. The study notes that patterns of uptake may reflect existing workplace norms and gender roles.

Employers expect budget reform on pension salary sacrifice

Law360: Nine out of ten employers expect the government to ditch tax breaks on pension salary-sacrifice arrangements when it unveils its autumn Budget, a survey has found.

House of Commons rejects latest House of Lords amendments to the ERB

On 15 September, the House of Commons overturned the amendments made by the House of Lords to the Employment Rights Bill (ERB) during the Third Reading. The Lords proposed a number of amendments, including: a six-month qualifying period to claim unfair dismissal, an right to request guaranteed hours, and a weakening of the provisions on fire and rehire. The House of Commons instead chose to reinstate the government’s original provisions.

View Practice Management by content type :  
News
Practice notes
Precedents
Q&As

Popular documents

Late payment penalties—inheritance tax

Late payment penalties—inheritance taxWhile interest often accrues on overdue tax, the late payment of certain taxes may also attract a penalty. For information on the interest accruing on overdue tax, see Practice Notes: IHT—payment deadlines on death—Interest on IHT and Interest on late paid

Can shares in a limited company that have not been paid-up at all be cancelled?

Can shares in a limited company that have not been paid-up at all be cancelled?A limited company having a share capital may not alter that share capital, except in the ways listed in section 617 of the Companies Act 2006 (CA 2006). Shares in a company cannot simply be cancelled without following an

Glossary—Latin legal terms

Glossary—Latin legal termsDespite attempts in recent years to simplify the language used in legal cases, there are still a number of Latin phrases commonly used in personal injury claims. The following Latin phrases are listed in alphabetical order:Latin

Template for regulatory references given by SMCR firms and disclosure requirements

Template for regulatory references given by SMCR firms and disclosure requirements[Insert addressee details]Dear [insert name][It is our understanding that [insert name of prospective employee] [was an employee of yours between the dates of [insert dates as appropriate] OR is a current employee of
Late payment penalties—inheritance tax

Late payment penalties—inheritance tax

Late payment penalties—inheritance taxWhile interest often accrues on overdue tax, the late payment of certain taxes may also attract a penalty. For information on the interest accruing on overdue tax, see Practice Notes: IHT—payment deadlines on death—Interest on IHT and Interest on late paid

Can shares in a limited company that have not been paid-up at all be cancelled?

Can shares in a limited company that have not been paid-up at all be cancelled?

Can shares in a limited company that have not been paid-up at all be cancelled?A limited company having a share capital may not alter that share capital, except in the ways listed in section 617 of the Companies Act 2006 (CA 2006). Shares in a company cannot simply be cancelled without following an

Glossary—Latin legal terms

Glossary—Latin legal terms

Glossary—Latin legal termsDespite attempts in recent years to simplify the language used in legal cases, there are still a number of Latin phrases commonly used in personal injury claims. The following Latin phrases are listed in alphabetical order:Latin

Template for regulatory references given by SMCR firms and disclosure requirements

Template for regulatory references given by SMCR firms and disclosure requirements

Template for regulatory references given by SMCR firms and disclosure requirements[Insert addressee details]Dear [insert name][It is our understanding that [insert name of prospective employee] [was an employee of yours between the dates of [insert dates as appropriate] OR is a current employee of